Effective January 01, 2021, The California Family Rights Act (CFRA) has new updates. Here is what employers need to know moving forward.
Employers with five or more employees will be required to comply with the CFRA (previously, 50 or more employees).
There is no longer a 50-employee/75-mile requirement for employee eligibility.
Employees are now allowed to take leave to care for the following family members with a serious health condition:
A child, regardless of age or dependency status, including the child of a domestic partner (The definition of “child” no longer requires that the child be either under 18 years of age or an adult-dependent)
A grandparent (i.e., a parent of the employee’s parent)
A grandchild (i.e., a child of the employee’s child)
A sibling (i.e., a person related to another person by blood, adoption, or affinity through a common legal or biological parent)
A domestic partner (previously was only covered in the regulations)
Eliminates the CFRA’s limitation on the amount of leave parents may take to bond with a new child when the same employer employs both parents.
Eliminates the provision that allowed an employer to deny reinstatement to key employees.
Employees will be permitted to take leave for reasons related to a family member’s covered active duty in the US Armed Forces.
Parents who work for the same employer will each be entitled to take 12 weeks of leave for a child’s birth or placement (previously, the limit was 12 weeks combined).
Here’s what you need to do now to prepare
Update your employee handbook and leave of absence policies.
Ensure you are tracking employee hire dates and hours worked for leave eligibility purposes.
Prepare and update your CFRA required employee leave notices and letters.
Train your managers, supervisor, and HR professionals on your new leave process.
We are here to help
Not sure where to start? Relax; our compliance specialists can provide you with the updates you need to comply with the California Family Rights Act.